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Loewenstein and Lerner divide emotions during decision-making into two types: those anticipating future emotions and those immediately experienced while deliberating and deciding. Damasio formulated the somatic marker hypothesis (SMH), that proposes a mechanism by which emotional processes can guide (or bias) behavior, particularly decision ...
Emotional choice theory posits that individual-level decision-making is shaped in significant ways by the interplay between people’s norms, emotions, and identities. While norms and identities are important long-term factors in the decision process, emotions function as short-term, essential motivators for change.
Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]
There can be many consequences for allowing negative emotions to affect your general attitude or mood at work. "Emotions and emotion management are a prominent feature of organizational life. It is crucial "to create a publicly observable and desirable emotional display as a part of a job role." [5]
This model focuses on how affect, or mood and emotions, can influence cognitive processes and decision-making. The central idea of the AIM is that affect, whether it is a positive or negative mood, can "infuse" or influence various cognitive activities, including information processing and judgments.
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Affect heuristic: A mental shortcut which uses emotion to influence the decision. Emotion is the effect that plays the lead role that makes the decision or solves the problem quickly or efficiently. It is used while judging the risks and benefits of something, depending on the positive or negative feelings that people associate with a stimulus.